(Editor’s note: The information from this article by Top Echelon Recruiting Software has been taken from an Expert Recruiter Coaching Series webinar by Greg Doersching of Next Level Training titled, “The Money Calls: The Most Important Conversations in Recruiting” Click HERE to watch the video of that training webinar for free.)
In the high-stakes world of recruiting, the difference between a closed deal and a missed opportunity often hinges on a single factor: how effectively you talk about money. Pricing. Compensation. Offers. These aren’t just footnotes in the recruiting process — they are the process. In his dynamic webinar, industry veteran and Top Echelon trainer Greg Doersching delivers a masterclass on how to dominate these critical conversations and dramatically increase your placement success.
“The production you are seeking is in the work you are avoiding,” Greg said. “And for a lot of recruiters, that work is talking about money — openly, honestly, and strategically.”
Let’s break down the most important insights from Greg’s session and turn them into an actionable playbook for every recruiter who wants to win.
The Work You Avoid Is the Work That Pays
One of the most powerful messages from Greg’s webinar came via a quote shared by his son Grayson: “The production you are seeking is in the work you are avoiding.” It’s not just a motivational poster — it’s a reality check.
Avoiding difficult money conversations doesn’t just hurt your close rate — it damages your reputation, your candidate experience, and ultimately your bank account. Recruiters often chase the “easy button” — AI tools, job boards, or LinkedIn hacks — but Greg is crystal clear: there is no substitute for mastering the human side of this business.
“You want to make more placements? Get great at helping someone take a job. That’s where the real money is.”
Why These Conversations Matter More Than Ever
2021 and 2022 were boom years, filled with frenzied hiring and inflated salaries. Recruiters got lazy. But in 2023, things normalized — not a downturn, Greg noted, just a return to pre-pandemic baselines.
“If 2021 and 2022 never happened, you’d see that 2023 is actually a normal year. But we got sloppy during that spike. Now we’re being forced back into the fundamentals — and that’s a good thing.”
In this new environment:
- Clients are scrutinizing recruiter value more closely.
- Candidates have more options, are more selective, and almost always have competing offers.
- Every placement matters more than ever.
That’s why Greg focuses on three key money conversations that determine your success:
- How you talk about pricing with clients.
- How you talk about compensation with candidates.
- How you close the deal and present offers.
1. Talking About Pricing with Clients
Words Matter: Drop “Fees” and “Hedge” Language
First things first: ditch the word “fee.” Greg advises replacing it with “pricing program” or “investment level” — language that conveys value, not cost.
“The minute you say ‘fee,’ the client hears ‘cost’ and starts thinking about how to minimize it. Say ‘pricing program’ and now they’re thinking about what they’re getting.”
Avoid hedging your rates too. Don’t say “we try to get 25%.” Instead, say: “Our pricing program is 25%.” Be definitive. Be confident. Pricing ambiguity erodes your credibility.
Offer Tiered Options
Greg recommends always presenting two pricing models:
Option A: Contingent Flat Rate
- 100 targeted candidates
- Two calls and two emails to each
- Delivered in 28 days
- $26,000 flat fee, payable only upon hire
- 180-day replacement program
Option B: Financially Committed Search
- 150 targeted candidates
- Same outreach, delivered in 18 days
- $22,000 flat fee ($4,000 upfront, $18,000 at hire)
- Five-year replacement program
“I want every client conversation to include an upfront money option. If you’re not asking for money upfront, you’re giving away your value.”
The Numbers Don’t Lie
Greg lays it out with clear math:
- Contingent fill rate: 27%
- Committed fill rate: 64%
If you work 10 searches at $100K salary with a 30% fee:
- Contingent: 3 placements = $90K
- Committed: 6 placements + $8K upfront = $128K
Same effort. More than $35K difference.
Simplify and Clarify the Details
Transparency breeds trust. Clarify everything up front:
- What’s the pricing model?
- What’s included?
- What’s the candidate ownership policy?
- What’s the replacement program?
Never use the word “guarantee.” Say “replacement program.” And be proactive about clarifying ownership:
“If you haven’t done a video or in-person interview with a candidate in the last six months, and I present them, I expect a fee.”
2. Talking About Compensation with Candidates
Candidate expectations have shifted. They’ve read the headlines about tech workers getting 20% raises. Many now expect inflated offers, even when the market doesn’t support it.
Greg’s advice? Bring structure to the chaos.
Use a Scripted, Compliant Approach
You never want to violate state compensation laws, so ask this way:
- “Money makes the world go round, so let’s talk about it.”
- “What kind of compensation would you be looking for to make a move like this?”
- “Is that base, or total compensation?”
- “How did you come up with that number?”
That final question is crucial. Candidates often reveal their current comp without you asking directly — and give insight into their mindset.
“You have to understand why they think they’re worth that number. That tells you how they’ll respond when the offer comes in.”
Apply Leapfrog Logic
Show candidates the logic of a strategic raise:
“A 10% increase today is worth three years of typical raises. You’re not just changing jobs — you’re leapfrogging ahead in your earning trajectory.”
Close to the “Umm”
Forget “close to the no.” Greg advises listening for the hesitation — the “umm.” That’s when you’ve hit the candidate’s true baseline.
Walk them backward:
- “Would you take 123?”
- “What about 121?”
- “119?”
- “117?”
The moment they pause — that’s the bottom of their range.
“Everyone has a number in their head they need to live the life they want. Your job is to find that number.”
3. Closing the Deal and Presenting Offers
Offer negotiations don’t begin when the client is ready to extend — they start when you submit the candidate.
Your Submittal Document Sets the Tone
Greg’s submittal template includes:
- Base salary
- Bonus details
- Relocation needs
- Any personal factors (e.g., a daughter’s wedding)
And he sends it to both the client and the candidate.
“You’ve got to make sure there isn’t even a hint that you’re playing one side against the other.”
Confirm Compensation Before Every Interview
Every interview is a chance for expectations to shift. That’s why Greg always calls — never just emails — to schedule interviews.
Ask: “Has anything changed about your compensation expectations?”
“The more discovery a candidate does, the more their expectations shift. You need to stay one step ahead.”
Final Interviews = Final Negotiations
When scheduling the final round, Greg gets verbal commitment:
“If they offer you $123K, can I tell them you’ll accept it?”
If the candidate hedges, it’s a red flag. Reset the discussion and align expectations again.
Put It in Writing (Again)
After the call, Greg emails the candidate:
“Just confirming — you would accept an offer at $123K, correct?”
Then sends a version of the same to the client.
This written alignment prevents surprise objections later. And if a candidate tries to push for more after the offer is made, you have the paper trail to recalibrate.
“You’re getting them to mentally role-play accepting the offer. That’s half the battle.”
Present the Offer Strategically
Don’t lead with money. Present the non-monetary motivators first:
- Improved lifestyle
- Career advancement
- Stronger cultural fit
Then present the comp package.
Email a detailed calculator showing:
- Current salary and deductions
- New salary and deductions
- Net gain
This helps candidates feel the value of the offer.
“The net gain has to exceed the raise. Otherwise, it feels like a step sideways, not a step forward.”
The Takeaway: Money Conversations Are a Process
Greg’s biggest lesson? These aren’t one-time conversations. Talking about money is a process — a rhythm — that starts with the first client call and continues through every candidate touchpoint.
Avoiding money conversations isn’t just lazy. It’s expensive.
So practice. Prepare your pricing pitch. Script your candidate conversations. Get comfortable walking through compensation logic. Because in recruiting, money isn’t a dirty word — it’s your lifeblood.
“When you master the money calls, everything else gets easier. You’re not just a recruiter — you’re a closer. And closers get paid.”
To access Greg’s compensation worksheet, pricing calculators, and submittal templates, visit the Top Echelon recruiter library or reach out to Greg directly. His resources are designed to help recruiters turn conversations into conversions — and offers into income.
